People Operations Manager

Orbit Fab's mission is to create the foundational infrastructure that will fuel a bustling in-space economy, capable of sustaining permanent jobs in space. Today, satellites cannot be refueled, which severely constrains their mobility and inhibits the development of economic activities in space. 

Orbit Fab breaks the single-use paradigm, pioneering our Gas Stations in Space™ refueling infrastructure and RAFTI™ technology to deliver propellant in space, enabling lower-cost satellite construction, increased maneuverability, precise control, and extended lifespans. The possibilities are unprecedented, opening the doors to unimagined operational strategies and business models. 

Since our establishment in 2018, we have already achieved the successful launch of three tankers to space. With offices in both the US and UK, we are working in close collaboration with partners and customers across the space industry. Orbit Fab is rapidly ramping up capabilities and requires exceptional talent to tackle important challenges. Our roles offer wide ranging opportunities to have a demonstrable impact and enable a bustling space economy.

Role Overview

The People Operations Manager / HR Manager serves as the company’s primary Human Resources partner and subject matter expert, responsible for establishing, managing, and evolving all core HR functions. This is a highly hands-on role within a growing organization, where the People Operations Manager currently operates as a team of one, owning both the strategic direction and day-to-day execution of HR programs until the company scales further. While the role carries full accountability for the HR function, the People Operations Manager is supported by an external HR support team and trusted vendor who assist with select transactional and administrative activities such as payroll processing, job postings, and benefits administration.

This role supports the business across the full employee lifecycle, including talent acquisition, onboarding, performance management, employee relations, compensation and benefits, compliance, and training and development. The People Manager acts as a trusted advisor to leadership, helping translate business needs into practical people solutions while fostering a positive, compliant, and performance-driven workplace culture.

As the company grows and evolves, this role will play a key part in supporting and building scalable HR foundations and preparing the organization for future growth and structural change.

Key Responsibilities

HR Operations & Compliance

• Own and manage all core HR processes, policies, and programs, ensuring consistency, compliance, and effectiveness.
• Develop, implement, and maintain company policies, employee handbook, and HR procedures.
• Stay current on federal, state, and local employment laws and ensure organizational compliance.
• Serve as the primary point of contact for employee relations matters, including addressing concerns, performance issues, and workplace conflicts.

Talent Acquisition, Retention & Workforce Planning

• Partner with leadership to assess hiring needs and manage end-to-end recruitment efforts, including job postings, interviews, offers, and onboarding.
• Support workforce planning and staffing needs aligned with business growth goals.
• Develop retention strategies that support employee engagement, performance, and career development.

Performance Management & Development

• Administer and continuously improve performance management processes, including goal setting, feedback cycles, and performance reviews.
• Coach managers and employees on performance expectations, development planning, and corrective action when needed.
• Identify and support learning, training, and development opportunities to strengthen skills and leadership capabilities across the organization.

Compensation, Benefits & HR Programs

• Administer compensation and benefits programs, ensuring competitiveness, fairness, and alignment with business objectives.
• Partner with leadership and external vendors as needed to evaluate and improve benefits offerings.
• Track and maintain accurate employee records, compensation data, and HR metrics.

Culture, Engagement & Organizational Effectiveness

• Promote a positive, inclusive, and productive workplace environment that supports employee enga